Staff Coaching Programme

Who do I contact to be assigned a Coach?

The individual/coachee can contact Donal Moore (HR Partner – Faculty of Health Sciences) who will assign them a coach. The list of coaches is as follows:

Name Title Contact Details

Donal Moore

HR Partner – Faculty of Health Sciences

Phone: Extension 4128

Claire O’Reilly

Manager – HR Partnering Team

Phone: Extension 2549

Cathy Gibson

HR Partner – Faculty of Arts, Humanities & Social Sciences

Phone: Extension 3517

Christina Reynolds Office of the Provost Phone: Extension 1558

The Staff Coaching Programme is run by the Trinity College HR Partner Team

What is coaching?

Coaching targets high performance and improvement at work and usually focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes such as social interaction or confidence. The process typically lasts for a relatively short defined period of time, or forms the basis of an on-going management style.

A coach helps people who are stuck in or with a problem and are unable to find a way forward or are unclear as to how to resolve an issue or reach their potential. Coaching also helps people who simply need help with planning and strategies regarding their future.

There are some generally agreed characteristics of coaching in organisations:

  • It's essentially a non-directive form of development, though this isn't a hard and fast rule.
  • It focuses on improving performance and developing individuals’ skills.
  • Personal issues may be discussed but the emphasis is on performance at work.
  • Coaching activities have both organisational and individual goals.
  • It provides people with feedback on both their strengths and their weaknesses.
  • It's a skilled activity, which should be delivered by people who are trained to do so. This can be line managers and others trained in basic coaching skills.

Aim of coaching

The main aims of workplace coaching include:

  • To assist performance management.
  • To prepare and support people in leadership roles.
  • To support learning and development.

Some examples of situations where coaching is a suitable development tool include:

  • Helping competent technical experts develop better interpersonal or managerial skills.
  • Developing an individual’s potential and providing career support.
  • Developing a more strategic perspective after a promotion to a more senior role.
  • Handling conflict situations so that they are resolved effectively.

Scope of Pilot Coaching Programme?

The Staff Coaching Programme will run on a pilot basis initially from Spring 2016. There will be 15 staff being coached from across Trinity in the initial intake.

How much time is needed for coaching?

We ask that only those who are interested in dedicating the time and effort required to build a solid and effective relationship participate in this programme. We recommend 3 meetings with your Coach which can then be reviewed to assess if future meetings will be necessary. Each meeting will generally last for an hour. The meetings should be in the form of face-to-face meetings.

Benefits of Using a Coach

Professional coaching brings many benefits:

  • Fresh perspectives on personal challenges.
  • Enhanced decision-making skills.
  • Greater interpersonal effectiveness.
  • Increased confidence.
  • Improvement in productivity.
  • Greater satisfaction with life and work.
  • Attainment of relevant goals.

Within the partnership, what does the coach do?

The coach:

  • Provides objective assessment and observations that foster the individual's self-awareness and awareness of others.
  • Listens closely to fully understand the individual's circumstances. 
  • Acts as a sounding board in exploring possibilities and implementing thoughtful planning and decision making.
  • Champions opportunities and potential, encouraging stretch and challenge commensurate with personal strengths and aspirations.
  • Fosters shifts in thinking that reveal fresh perspectives.
  • Challenges blind spots to illuminate new possibilities and support the creation of alternative scenarios.
  • Maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession's code of ethics.

Within the partnership, what does the individual/coachee do?

The individual/coachee:

  • Creates the coaching agenda based on personally meaningful coaching goals. 
  • Uses assessment and observations to enhance self-awareness and awareness of others.
  • Envisions personal and/or organizational success.
  • Assumes full responsibility for personal decisions and actions. 
  • Utilises the coaching process to promote possibility thinking and fresh perspectives. 
  • Takes courageous action in alignment with personal goals and aspirations. 
  • Engages big-picture thinking and problem-solving skills. 
  • Takes the tools, concepts, models and principles provided by the coach and engages in effective forward actions.

Are coaching discussions confidential?

Yes. It is important that all discussions between the Coach and the Individual/Coachee should remain confidential at the discretion of both parties. Coaching is separate from other Trinity processes (e.g. Promotion, PMDS and Probation etc).

Further Information